COORDINATION OFFICER

Contract

This is a NO-3 contract. This kind of contract is known as National Professional Officers. It is normally only for nationals. It's a staff contract. More about NO-3 contracts.

Org. Setting and Reporting The UN Secretary-General's launched on 1 January 2019 a bold and new global reform which repositioned the UN Development System to deliver more effectively and efficiently with the achievement of the 2030 Agenda and the Sustainable Development Goals. As part of this reform, UN Resident Coordinator Offices (UN RCO), under the leadership of an empowered and independent UN Resident Coordinator - the highest-ranking official of the UN Development System and Representative of the UN Secretary-General at country level - support countries in the achievement of their development priorities and the attainment of the SDGs.

The position is located in the United Nations Resident Coordination Office (RCO) in Pakistan and reports to the Senior Development Coordination Officer, Strategic Planning and RCO Team Leader.

Responsibilities Within delegated authority, the incumbent will be responsible of the following duties:

SUPPORT THE PSEA IN-COUNTRY PROGRAM: - Support senior leadership in developing and implementing an in-country PSEA strategy and to establish an inter-agency PSEA Network for technical coordination on PSEA, consisting of membership from [UN agencies; international, national, and local organizations; UN mission; and/or government bodies. - Support the Network to carry out a joint PSEA risk assessment in [Context] to inform senior leadership on strategic decision-making.

COORDINATE THE PSEA NETWORK: - Coordinate and support the inter-agency PSEA Network in coordination with the Network co-chairs [co-chair organization and co-chair organization] in the fulfillment of its responsibilities under its PSEA Network TORs and Action Plan. - Represent the PSEA Network in [relevant coordination bodies and leadership forums.

STRENGTHEN PSEA WITHIN ORGANIZATIONS: - On request, provide expert guidance and technical support to Network members and other relevant entities operating in the context to strengthen their internal PSEA programs in line with good practice and standards.

ENGAGE STAKEHOLDERS

COMMUNITY ENGAGEMENT & COORDINATION: - All activities to engage with the affected population should be planned and implemented in close coordination with Accountability to Affected Populations (AAP) and/or Communicating with Communities (CwC) groups/actors. - As part of broader community engagement activities, support the Network to learn of community perspectives on behavior of aid workers and others working in [humanitarian delivery], and preferences in discussing sexual matters and receiving and sharing sensitive information to inform the Network's outreach and activities. - Support the Network to develop a collective communication strategy to raise awareness on key PSEA messages, and ensure that the implementation of the PSEA Network Action Plan is informed by community participation, contextually and culturally appropriate, and based on the community's needs. - Engage and coordinate with [Clusters/Sectors] to ensure PSEA mainstreaming during planning, policy development, and programming.

PROTECTION, GBV AND CHILD PROTECTION: •Collaborate with the Protection [Cluster/Sector], GBV sub-[Cluster/Sector] Coordinator and Child Protection sub-Coordinator to ensure a harmonized approach to prevention activities and support of victims/survivors, and that PSEA Network activities take a victims/survivor centered approach supporting the rights of victims/survivors.

UN MISSION: - Where there is a UN Mission in the context, and the Mission is not represented in the PSEA Network: Collaborate at the strategic and technical level to ensure harmonization of messages, avoid duplication of activities, and share trends and developments.

ESTABLISH/STRENGTHEN AN INTER-AGENCY COMPLAINTS MECHANISM: - The PSEA Coordinator supports the PSEA Network members to establish and maintain an inter-agency community-based complaints mechanism (CBCM) by linking the Complaint and Feedback Mechanisms (CFMs) of Network members through agreed referral pathways, establishing new complaint channels where reporting gaps are identified, and capacity- building all persons that operate complaint channels on the inter-agency referral protocols. The Coordinator will advocate for the above understanding of a joint CBCM within the Network membership and beyond so that participation in the CBCM has the broadest scope possible.

ENSURE STAKEHOLDER ENGAGEMENT IN THE DESIGN OF THE CBCM: - Assist Network members to consult and engage with all relevant stakeholders during the design of the CBCM in order to ensure support, high-level commitment, sustainability, and community trust and ownership in the CBCM.

SOPS ON COMPLAINT REFERRAL: - Support the Network to draft Standard Operating Procedures (SOPs) on inter-agency complaint referral following the Global Standard Operating Procedures on Inter-Agency Cooperation in CBCMs, and appropriate for the local context. - Coordinate with Heads of Organizations and [Cluster/Sector] leads to ensure the referral pathways are incorporated in PSEA trainings and understood by all actors.

ENTRY POINTS FOR REPORTING & TRAINING: - Work with the PSEA Network, the AAP/CwC Networks, GBV/CP service providers, Protection and other relevant actors to understand community preferences in reporting sensitive allegations. - Support the PSEA and AAP Networks to map existing CFMs in [Context] to identify where there are gaps in community access for reporting sensitive complaints. - Based on CFM mapping and community preferences, support Network members to strengthen existing and/or establish new entry points to fill the gaps in reporting access so that there are safe, accessible, and contextually appropriate channels for any member of the community to report complaints of SEA. - Support the PSEA Network to hold inter-agency trainings on good practices in SEA complaint intake and referral for PSEA Focal Points, Protection, GBV and Child Protection actors, and all actors staffing CFM channels, so that all actors who may receive SEA complaints know how to recognize SEA and where to send allegations in the joint CBCM.

COMPLAINT AND ASSISTANCE REFERRAL: - If the Coordinator receives an allegation directly, refer the allegation to the concerned organization, the survivor to available services based on survivor's informed consent, and provide appropriate follow-up after referral, in accordance with the SOPs and best practice.

MONITORING AND EVALUATION: - Keep aggregate, anonymized trends data as submitted by members and other actors in- country in order to capture SEA trends in [Context] and support stakeholders to adjust programs. - Coordinate in-country mapping of partners, and agreement on lead agency for PSEA assessment, implementation plan, and capacity development of shared partners.

VICTIMS'/SURVIVOR-CENTERED ASSISTANCE: In coordination with the Protection [Cluster/Sector], GBV and Child Protection sub- [Clusters/Sectors] [and SVRO/FVRA/FPVR]: - Mobilize the PSEA Network to assist in a mapping exercise of available services and gaps for health, legal, psychosocial, and material support. - Ensure that the [Context] SOPs on complaint referral incorporate Protection, GBV, and CP assistance referral pathways to provide immediate aid for complainants and victims/survivors.

ACCOUNTABILITY, INCLUDING INVESTIGATIONS: - Disseminate and share good practice standards on victim/survivor-centered investigations with PSEA Network members and external partners. - Provide technical support and coordination to deliver training on PSEA guidelines and protocols for victim/survivor-centered investigations. - Include good practice standards into the PSEA Network practices on ensuring that SEA victims/survivors are informed and/or supported in relation to investigations and accountability processes.

PROMOTE INFORMATION SHARING:

Proactive Outreach to External Partners - Proactively reach out to relevant entities that are not participating in the PSEA Network or the joint CBCM to ensure that they are aware of PSEA activities, and to foster linkages and information-sharing on PSEA. - Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting useful for the UNCT coordination mechanism. - Performs other duties as assigned

Competencies PROFESSIONALISM: Ability to apply sustainable development theories, concepts and approaches. Ability to conduct independent research and analysis on sustainable development topics, determine suitability, validity and accuracy of data provided by different sources. Shows skill in developing sources for data collection. The ability to analyze and interpret data in support of decision-making and convey resulting information to management. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

PLANNING AND ORGANIZING: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

Education Advanced university degree (Master's degree or equivalent degree) in gender , Law, public policy, business or public administration, social sciences, or related area is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Work Experience A minimum of five years of progressively responsible experience in Field experience in humanitarian or development settings is required.

Previous experience in Understanding of the international & national development and humanitarian architecture is required.

Previous experience with the Government, UN system or other similar international agencies and with global coordination structures is desirable.

Previous experience in developing and facilitating training and capacity-building activities is desirable.

Proven ability to develop and/or implement an Action Plan/Strategy is desirable.

Two (2) years or more of experience in data analytics or related area is desirable.

Previous experience with data protection and confidentiality measures is desirable

Languages English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in oral and written English and Urdu is required. Knowledge of another official United Nations language is an desirable.

NOTE: "Fluency equals a rating of "fluent" in all four areas (read, write, speak, understand) and "Knowledge of" equals a rating of "confident" in two of the four areas.

Assessment Evaluation of qualified candidates for this position may include a substantive assessment, such as a written test, which will be followed by a competency-based interview.

Special Notice THIS IS A PROJECT POST. Appointment against this post is on local basis and is open for an initial period of one year and may be subject to extension subject to legislative body funding availability. Candidates for the National Professional Officer category shall be of the nationality of the country where this position is located. National Professional Officers are nationals of the country in which they are serving, and their functions must have a national context, i.e. functions that require national experience or knowledge of the national language, culture, institutions, and systems.

THIS POSITION IS OPEN TO NATIONALS OF PAKISTAN ONLY. National Professional Officer category shall be of the nationality of the country where this position is located and will be recruited in the country or within commuting distance of the office. If no suitable local candidate is identified, nationals residing elsewhere may be considered, in which case the candidate would be responsible for any costs related to traveling and relocating to PAKISTAN in the event of an employment offer.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position. Internal Applicants: When completing the form, ensure ALL fields, ALL professional experience and contact information are completed and up to date. This information is the basis for the hiring manager to assess your eligibility and suitability for the position and to contact you.

At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. Online applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgement within 24 hours of submission, your application may not have been received. In such cases, please resubmit the application, if necessary. If the problem persists, please seek technical assistance through the Inspira "Need Help?" link.

United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.